Part-time employees are an essential segment of the workforce for many businesses, especially seasonal operations, but it’s not always easy to keep them motivated. They often do low-level work, may not have much of an opportunity for advancement within the company, and are frequently ignored (or worse) by full-timers.
While it’s understandable that part-timers may not be the most enthusiastic members of your team, as an employer, you are entitled to get the maximum benefit of the time people are on the job—regardless of how many hours someone works each week. Try these tips for keeping part-timers enthused and productive:
1. Introduce and orient new part-timers. Set the foundation for part-time employees just as you do for full-timers. Give them a tour of the facility, a good explanation of what the company does, what its goals are, what the vision is. There should be an orientation for part-time employees just as there is for full-time people.
2. Provide benefits. Make part-time employees eligible for the same benefit programs full-timers receive, such as insurance, vacation, sick leave, and even tuition reimbursement. Pro-rate the benefits so what part-timers receive is comparable to full-timers based on hours worked.
3. Train. Everyone needs to be adequately trained on how to do their job, no matter how many hours they work. Beyond basic job knowledge, provide ongoing training to enhance and expand skills, and groom part-timers for eventual full-time positions.
4. Create an inclusive environment. The atmosphere should make the part-time people feel that they are as worthwhile and valued for the time they’re there as is a full-time employee. If you give gifts at holidays or recognize birthdays for full-timers, do so for part-timers as well. Invite part-timers to participate in company social events, sports teams, and incentive programs. They should also participate in safety and quality programs, as well as be included in recognition efforts.
5. Develop career paths. Though many part-time employees choose to work on a temporary basis because it suits their needs, a significant number of them are looking for advancement opportunities. Take the time to find out what their skills and goals are, and if possible, develop a plan for growth within your company that will let them use their skills and meet their own goals. For example, you may have people who choose to work part-time when their children are young but who want to go full-time when the kids are older. Or you may pull your part-timers from a pool of college students. If you know a part-timer is eventually going to want a full-time position, it makes sense to see if you can keep them in your organization.
6. Give them meaningful work. Not every job is going to be exciting, challenging, and fulfilling, and mundane, boring chores have to be done. But you can avoid burnout and reduce turnover if you give part-timers a variety of tasks and not limit them to “grunt” work.
